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CSR Initiatives

Initiatives with Employees

Realization of Diversity

Mazda respects the diversity of its employees, and the Company aims to foster a corporate climate in which every employee can express his or her individuality while working alongside others to contribute to the Company and society. A message from the Company president on diversity is delivered to all employees every year during Human Rights Week in December.


Employment for Those with Special Needs

Mazda steadily and continuously recruits employees with special needs, considering that each employee can demonstrate their best performance. In support of a comfortable working environment for employees with special needs, Mazda has established the Physical Challenge Support Desk for consultations.

Physical Challenge Support Desk

Physical Challenge Networking Event
Physical Challenge Networking Event
  • Consultations are conducted for employees with special needs by a special career counselor regarding their work-related concerns, and helping to ensure a workplace environment that facilitates productive work (through devices to convert spoken words into text, partially automatic doors, etc.).
  • Holds Physical Challenge Networking Events through the collaborative effort of employees and management in order to provide opportunities for employees with same special needs to introduce their work content or consult each other on worries and problems. Held regularly to promote awareness and realizations that lead to energetic and positive efforts.
  • Created the Physical Challenge Guidebook*1, which provides general knowledge on disabilities, so as to deepen understanding of people with special needs, and implement appropriate measures with the aim of creating a work environment in which employees with special needs can thrive.
  • Promotes obtaining relevant certifications, and attending training sessions so that people in the workplace can provide further support for employees with special needs.
    Career counselors for employees with special needs*2 : 27 (as of April 2013)
    Job Supporters*3 : 5 (as of April 2013)
    Sign-language interpreter: 1 (as of April 2013)
  • *1A guidebook to be used when accepting people with special needs, providing information on the characteristics of each disability and considerations upon hiring.
  • *2A qualification certified by the Ministry of Health, Labour and Welfare. Counselors provide general workplace and lifestyle consultations and guidance for individuals with special needs.
  • *3A person undergoing education and training to become a Hiroshima Prefecture-appointed regular workplace support staff member for employees with special needs.

Increasing the Employment and Range of Opportunities for Women

Through enhancement of measures promoting work-life balance and other initiatives, Mazda is striving to cultivate a workplace in which women can work comfortably, with the ratio of female employees steadily increasing.


Promoting Re-Employment of the Elderly, and Passing on Expertise, Skills, and Know-How

Mazda is actively re-employing retired former employees to help them share their expertise, skills, and know-how with younger employees. Efforts are being made to create a work environment that is fulfilling yet able to balance work and personal life through measures such as reduced work hours and shorter days.
Starting in FY March 2014, Mazda has introduced a system to ensure the continued employment of all post-retirement employees who wish to continue working, in response to the revised Act for Stabilization etc. of Employment of Older Persons etc., which took effect in April 2013.


Limited-Term Employees in Manufacturing Operations

Mazda is implementing ongoing measures toward the achievement of a workplace in which limited-term employees can feel fulfilled with their work. A system has been put in place for limited-term employees who have worked for one year or more at Mazda, which prioritizes them over regular applicants in becoming full-time employees. In addition, limited-term employees who have worked for six months or more and had their contracts renewed can become members of the Mazda Workers' Union. Through these and other initiatives, the Company is cultivating a sense of oneness among employees with different employment styles as it aims to cultivate a vibrant environment where employees can enjoy their work.


Global Employment Opportunities

Mazda implements short- and medium-term human resource exchanges throughout the Group as a whole, through the Global PDC (Global Personnel Development Committee) and other measures, to enable a diverse range of employees to succeed on the global stage regardless of their country of origin or place of employment. Also, each of the overseas regions and other Group companies conducts a unique recruitment procedure in order to secure global and diverse human resources.

VOICE

Developing My Career in an Employee Friendly Environment

Nizar Jaber
Nizar JaberPowertrain Technology Development Department, Powertrain Development Division

I am a member of engine combustion development team. Mazda's corporate culture, which values each and every employee, was the main reason for me to join the Company, and up to date, I still highly admire this culture.

The Company offers a comfortable working environment where reports in English or Japanese are equally evaluated, and where there is always someone to explain difficult words, expressions and even gestures. Moreover, Mazda's careful consideration to work-life balance also allows the accumulation of paid leaves for homecoming trips.

Under Mazda's superior corporate culture, and with my trusted colleagues, I shall continue my career growth by developing environmental-friendly engines full of Zoom-Zoom.

Employee Data (as of March 31, 2013)
Number of Employees Average age Average years of employment
Production / medical Administrative / engineering
Nonconsolidated Male 9,827 9,623 40.1 16.1
Female 661 1,175 35.2 12.4
Total
21,286
39.7 15.8
Consolidated Total
37,745
- -
  • *The number of employees dispatched to other locations is included in the "Nonconsolidated" numbers.
FY March 2011 FY March 2012 FY March 2013
Number of female employees hired 87 118 124
Percentage of female employees 8.1% 8.3% 8.8%
Number of female managers
(assistant manager or above)
111 125 133
Number of female managers
(senior manager or above)
18 21 21
Percentage of female managers
(assistant manager or above)
[Number female managers (assistant manager or above)/
Number of all managers (assistant manager or above)]
2.9% 3.2% 3.4%
Percentage of female managers (senior manager or above)
[Number of female managers (senior manager or above)/
Number of all managers (senior manager or above)]
1.4% 1.6% 1.6%
Number of male managers
(senior manager or above)
1,301 1,324 1,318
Number of workers aged 60 and
over (Expert Family)
1,533 1,381 1,084
Percentage of employees with
special needs*
1.95% 1.93% 1.92%
Number of current employees with
special needs*
261 266 256
Average age of managers 49.7 50.2 50.9
Number of new graduates hired
(University, college and high school graduates)
male 286 412 415
female 51 85 101
  • *Average number in each fiscal year

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